© The JRS Group, Ltd.1 Time to Lead Your Actions Are the Culture Change Jacqueline Romer-Sensky The JRS Group, Ltd. (614) 794-1181 [email protected].

© The JRS Group, Ltd. 1

Time to LeadYour Actions Are the Culture Change

Jacqueline Romer-SenskyThe JRS Group, Ltd.

(614) 794-1181

[email protected]

Leadership

To go before and show the way…

© The JRS Group, Ltd. 2

…so others share the cause.

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Who thinks this is just the truth?

Exploring Culture

“Culture creates a team environment.”Jim Tressel

President, YSU

The JRS Group, Ltd. 4

What is culture?

Group behavior that individuals tolerate as normal and accepted. Plays out through…

Beliefs Behaviors Actions

Organizations have sub-cultures.


Symbols Customs Myths & Legends

Why talk about culture?

Organizations are groups of people pulled together to achieve a mission. It’s about people…

“Normal” cultural behavior is a powerful force Weaves a web of tacit understanding and

boundaries Tells us how to perceive and react Strength of history and familiarity supports it

Cultures can be positive or negative.


Culture and Morale ConnectionDefinition of Morale Morale is the capacity of a group of people to

pull together persistently and consistently in pursuit of a common purpose.

Remember culture definition: Group behavior that individuals tolerate as normal and accepted.


Sources of Negative Morale Spotty Accountability - issue of fairness Weak alignment/“line of sight” between daily

role/responsibility and overall purpose/results Does what I do matter? Recognition? Learning versus Boredom

Negative or unqualified individuals hold power Can foster resentment, fear Raises questions of leadership sincerity, smarts

Grappling with “new world reality” Understanding workload, pay schedules, processes


Consider cultural change…Does the organization’s culture have you pulling

together persistently and consistently in the most effective way to achieve the mission?

Research provides insight into making change Remember, you can only change yourself, and,

by example, lead others to consider their own personal change.


Rebuilding culture/morale (1) Be a good role model

Connect with your own attitude and adjust; over-deliver Admit past mistakes, be self-confident and positive Be trustworthy

Reconnect with your team Build relationships; invite people into the process Develop emotional intelligence Build trust Be appreciative; reward your team / colleagues Socialize newcomers


Rebuilding culture/morale (2) Help people develop skills

Establish continuous learning Learn by doing; delegate Mentor

Adjust the workspace environment


Rebuilding culture/morale (3) Improve communication

Sell your mission/organization to employees first Leave no voids for rumors Listen & promote two-way communication Establish formal and informal habits

Set measurable goals Show alignment to mission, vision. Purpose matters Inspire toward the value being created Address misbehavior, lack of accountability Reward production and ownership. Celebrate!


Now we’re talking about change…

“Culture eats change for breakfast.” Peter Drucker


And, we’re talking about trauma“A traumatic experience impacts the entire person

– the way we think, the way we learn, the way we remember things, the way we feel about ourselves, the way we feel about other people, and the way we make sense of the world.”

Sandra Bloom, M.D.


Let’s consider…

Is secondary trauma generating behaviors that look like negative morale?

Is exposure to trauma manifesting itself as a culture of victims?


Trauma-Informed Care & Promoting Culture ChangeMove from asking / attitude …

What’s wrong with you?

To inquiring / respecting … What happened to you?

To modeling… Here’s the culture I want for you…


Human Behavior

All behavior comes from the brain The brain is chemical and follows the laws of

mathematics. The brain is built to repeat any behavior that

stimulates the “pleasure” part of the brain or makes us feel “safe.”

“If it feels good, it must be good for me…and it must be repeated”


“Understanding Addiction: Squirrel Logic Brad Lander, PhD, Clinical Director/Psychologist

Addiction

Addiction is the physical adaptation of the reward pathways of the brain to the repeated presence of dopamine-surging chemicals.

(False survival drive)





The Evolution of the Cerebrum







Why is change so hard?

Apply to cultural behavior…“If it feels good, it must be good for me…and

it must be repeated.”

Conversely…

“If I don’t feel safe, I cannot move beyond

fight / flight / or freeze.”

Is the culture – flawed or not – all about maintaining a sense of belonging?

If so, what should we do? What should I do? How must “rewards” be shifted?


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Motivation Tipping Point

Change happens because people come to believe it will happen.

Innovators

EarlyAdopters

EarlyMajority

LateMajority

Traditionalists

2.5% 13.5% 34% 34% 16%From E. Rogers, 1995

What starts the tip?

Small number of people in a small number of situations started behaving very differently… and that behavior spreads to other people in similar situations.

Trigger and reaction…Trigger and reaction…


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Motivation Tipping Point

This means you can start the tip… How do I impact culture? What can I do to produce a more positive

culture and morale?

Circle back your leadership stand…Most important leader is not the CEO. It’s the

leader we see most often, the one we turn to when we need guidance and support. You are the most important leader in your organization for the people who look to you.

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Do you believe the answer to culture change is really one person at a time?


What are you tolerating now that should not be tolerated?


Where is the power in your organization?

Who is setting the tone?


Are you a bystander?

Are you conforming, managing, or leading?


On a note card Write one behavior change you will undertake for

the next 30 days to impact organizational culture. It can be a small step. Can you recruit others to join this cause? What would happen if a dozen people adopted this

behavior? As homework,

Reflect on your idea. Perhaps journal on the idea. Come prepared to discuss your proposal tomorrow.


“As individuals, our most tragic outcome is to have been there all the time, and no one

ever to have noticed.”Anonymous



Questions to Ponder Do you believe the answer to culture change is

really one person at a time? If so, who must you recruit?

What are you tolerating now that should not be tolerated?

Where is the power in your organization? Who is setting the tone? Are you a bystander? Are you conforming, managing, or leading?


© The JRS Group, Ltd.1 Time to Lead Your Actions Are the Culture Change Jacqueline Romer-Sensky The JRS Group, Ltd. (614) 794-1181 [email protected].

Documents

group of people

ysuthe jrs group

processesthe jrs group

group behavior

organizations culture

culture definition

effective way

rebuilding culturemorale